One application for Herzberg's theory of motivation that isn't well known is its importance in managing quality. An institution of such an award every year will make other employees strive for that and will motivate them as well. People generally attribute the causes of satisfaction to their own achievements. The motivational factors are those which allow for increased performance of the employees. The same is true for when we have to worry about losing our job every day. Then as now, poorly managed organisations fail to understand that people are not 'motivated' by addressing 'hygiene' needs. The raters may spoil the findings by analyzing same response in different manner.
Frederick Herzberg developed the model in 1959. The employee is just no longer dissatisfied. This can be compared to a sight of failing organization reducing its presence and operations, while every employee is looking out for practically no incentive to work. From an organization perspective, it results in high motivation and low complaints amongst employees. Not knowing when I would get paid or even how much was worrying me because I was never sure if I could pay my rent the next month. Implications for Management If the motivation-hygiene theory holds, management not only must provide hygiene factors to avoid employee dissatisfaction, but also must provide factors intrinsic to the work itself in order for employees to be satisfied with their jobs.
However, factors by itself cannot motivate people to work. The motivational factors yield positive satisfaction. Perhaps managers like to use this approach because they think people are more financially motivated than, perhaps, they are, or perhaps it just takes less management effort to raise wages than it does to reevaluate company policy, and redesign jobs for maximum satisfaction. He did this by asking people to describe instances when people were unhappy in their jobs and also when they were happy. Achievement came in first, followed by chances of promotion and recognition. Several studies showed that one factor can cause job satisfaction for one person and job dissatisfaction for another.
Critique The Two Factor Theory or Herzberg's Theory of Motivation is still to this day, holding to the test of time. It was claimed that he had a natural bias when selecting putting specific criteria into either Hygiene or Motivation factors. These are factors involved in performing the job. Utilizing the same, research focused on the inter-relations between the hygiene factors and the motivators. Where referring to 'growth' or 'personal growth' in terms of Herzberg's primary motivators, 'growth' should be seen as an aspect of advancement, and not confused with the different matter of 'possibility of growth'.
Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. They consist of a sense of achievement, feelings of recognition, a sense of responsibility, the opportunity for advancement, and feelings of personal growth. The motivators symbolized the psychological needs that were perceived as an additional benefit. To motivate a team using motivation factors, the hygiene factors need to be taken care of first. They may not make effective managers because they may worry too much about how others will feel about them. They should hold themselves responsible for this completion and not feel as though they are being micromanaged.
Step Two: Create Conditions for Job Satisfaction To create satisfaction, Herzberg says you need to address the motivating factors associated with work. If a need is not met, staff may become very frustrated. Do they just want a higher salary? Job rotation was discussed in the ability of employees to create new units or projects that work on pressing problems. Herzberg encouraged a proactive attitude towards solving problems instead of being delegated to it by supervisors. Keep in mind that it is not quite as simple in reality as in a model, and that individuals may have needs that are more complex or difficult to quantify than the hierarchy suggests.
The second groups, or the job content factors, are found to be the real motivators; because they have the potential of yielding a sense of satisfaction. He laid down six important hygiene factor in terms of its importance as Company Policy, Supervision, Relationship with the Boss, Work Conditions, Salary and Relationship with peers. I am a mother of a lovely kid, and an avid fan technology, computing and management related topics. Combinations of Motivators and Hygiene factors Simple combinations of Motivators and Hygiene factors can produce a useful matrix gauging motivation of an employee and subsequently success for a firm. Both factors are independent of each other It should be noted that as per the two-factor theory, above stated factors of satisfaction and dissatisfaction act independently and absence of one does not lead to the presence of another.
Factors commonly observed that cause dissatisfaction as per the theory and are called Hygiene include unfair company policies, relationship with supervisor, micro management, compensation, working conditions, peer set, job security, status etc. Their existence just creates an environment for doing work. We share some of this information with third parties who may combine it with other information that you have provided to them or that they have collected from your use of their services. Note: Despite its wide acceptance, the theory has its detractors. He asked them to recall occasions when they had been satisfied and motivated and occasions when they had been dissatisfied and unmotivated.